ABOUT US
We hire, train, and build champions. We're generous, but not naive. The Hemp Collect is a federally compliant hemp-derived cannabinoid manufacturer. Founder-led, self-funded, no VC and no private equity. About 80 people: a manufacturing, lab, packaging, and fulfillment facility in Canton, North Carolina, plus a remote sales, brand, and office team across the country. We make vapes, tinctures, flower, gummies, edibles, softgels, and beverages under Modern Herb Co., Black Sheep, Hi-Lites, Happy Human, and AURA. We are looking for a hunter who can also build.
THE ACTUAL PROBLEM
We are good at hiring people who look right on paper. We are bad at finding the specific person a role needs. Two recent examples. We hired a QC Supervisor with a perfect technical background who turned out to be unable to problem-solve creatively or push an outside lab to rush a COA under deadline — which was the actual job. We hired an inventory manager who cleared every technical screen and was gone in 29 days because nobody had tested whether he could lead a team he inherited. Both times, we recruited against a job description instead of against the kind of person the role actually required. We need someone whose core skill is knowing the difference — and who can then go find that person, including when that person is not looking for a job and will never see our posting.
WHAT YOU'D OWN
1. HUNTING (the largest and most important part of this job) - Run the searches that matter. Our next hire is a Director of Operations / General Manager. After that, specialized lab, R&D, and production leadership. These are not posting-and-waiting roles. There is a $5,000 placement bonus on the GM search.- Source directly. Build target lists, map the market, find the people who are employed and content and give them a reason to take your call. If your answer to a hard req is "post it wider," this is not your role.- Run real intake before you write a word of a job description. Sit with the hiring manager, find out what the last person in the seat got wrong, and figure out what kind of person actually succeeds here. Then push back when what they asked for isn't what they need.- Own the high-volume side too: production, packaging, and warehouse hiring in a small western North Carolina labor market where Indeed alone will not get it done.
2. ARCHITECTURE - You are inheriting raw material, not a system. A documented hiring SOP that works but has no owner. A performance review cadence that happens when managers remember. An org chart and JD library that need a keeper. Your job is to turn all of that into something that runs whether or not you are watching.- Build the scorecards, the interview guides, the manager training, the intake templates, the pipeline reporting.- Stand up the accountability cadence: every employee with documented KPIs, every manager audited on whether reviews actually happened, every performance flag converted to a documented conversation within 14 days. Monthly report to the Co-CEOs, broken out by manager.
3. AI AND HR SYSTEMS - We use AI across this business and we expect you to be genuinely fluent, not curious. Sourcing, screening, outreach drafting, market research, reporting, documentation. If you are still doing manual work that a model could do in a tenth of the time, you will fall behind here.- Own the tooling: Gusto (HRIS and payroll), Hubstaff (remote team hours), Indeed employer tools, Asana, Slack, Google Workspace, 1Password, Fellow. Be the person who improves the stack, not the person who submits tickets about it.- Build reporting that leadership actually reads. Time-to-fill, source effectiveness, 90-day retention, quality-of-hire.
4. THE PEOPLE OPERATIONS FLOOR Being straight with you, because a recruiter who arrives and is surprised by this will not last: this seat also carries real HR. Onboarding through offboarding, the employee handbook, multi-state compliance across every state we employ in, Form I-9 and E-Verify, workers' comp, OSHA documentation for the manufacturing floor, and serving as the independent escalation path for employee relations issues. It is not the majority of your week and it is not why we are hiring you. But it is yours, and it has to be done correctly. We would rather tell you now than have you find out in month two.
WHO THIS IS FOR - You have personally closed director-level or above roles. Not coordinated them. Not briefed an agency on them. Found the person and closed them.- You can name a role you filled where the person was not looking for a job when you found them, and you remember what your first message said.- You are organized to the point that it is a personality trait. Documentation discipline. Nothing falls through.- You use AI daily and can show us how.- You have hired hourly and frontline people, not only professionals. Half our workforce is on a production floor.- You want to build something rather than maintain something.- 3+ years full-cycle recruiting with real ownership. Manufacturing, warehouse, CPG, logistics, or another operations-heavy environment strongly preferred.- 21+ and comfortable working in the hemp-derived cannabinoid industry. Nice to have: agency, retained search, or RPO background. Prior experience as a first or only talent hire. PHR, SPHR, SHRM-CP, or SHRM-SCP. Regulated-industry experience.
COMPENSATION AND BENEFITS - $85,000 - $90,000 base depending on experience, paid biweekly- $2,500 bonus at Day 90 on completion of your 30/60/90- $5,000 placement bonus on the Director of Operations / General Manager hire, paid at Day 180 retention- Placement bonuses on future director-level and above searches, structured with you- A quarterly performance bonus program tied to your published KPIs launches in 2027- Providence Health Plans (Bronze, Silver, Gold PPO), Human Interest 401(k), PTO and sick accrual, six paid holidays, employee product discount- Travel to Canton reimbursed
LOCATION AND HOURS - READ THIS CAREFULLY You can live anywhere in the United States. We do not care where your desk is. We do care when you are at it. This role works Eastern Time core hours, 8:00 AM to 5:00 PM ET, every business day, regardless of your home time zone. Our facility runs on Eastern and our managers run on Eastern. If you are on the West Coast and a 5:00 AM start does not work for your life, be honest with yourself now rather than in month three. This role also requires a minimum of three consecutive days per month on site at our Canton, North Carolina facility, plus travel for terminations, investigations, and new-manager onboarding. Travel is reimbursed. You cannot recruit for a production floor you have never stood on.
HOW WE HIRE Every screen and interview is recorded so decisions rest on what was actually said. We use structured scorecards. We complete reference checks before we extend an offer, every time. You will experience the process you are being hired to run — and if you think ours is wrong, we want to hear that on the call.
The Hemp Collect is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, pregnancy, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, veteran status, marital status, or any other characteristic protected by federal, state, or local law.
Pay: $90,000.00 - $95,000.00 per year
Benefits:
- 401(k)
- Dental insurance
- Employee discount
- Flexible schedule
- Health insurance
- Paid time off
- Parental leave
- Referral program
- Vision insurance
Application Question(s):
- This role works Eastern Time core hours, 8:00 AM – 5:00 PM ET, every business day regardless of where you live. Are you able and willing to commit to that schedule long-term?
- What U.S. state do you currently live and work in, and what time zone are you in?
- Tell us about a hire you made who did not work out. What did your process miss, and what did you specifically change afterward?
- Give the month and year of the last time you personally sat in the room and told someone they were being let go. What was the first sentence out of your mouth?
- Describe one document, tracker, or system you built that is still in use at a company after you left. Would you be able to walk us through a redacted version?
- What section of an employee handbook or HR policy have you personally written from scratch? What did you get wrong in the first draft, and who corrected you?
- Name the single hardest role you have ever personally filled. Tell us how you found the person, whether they were actively looking for a job when you found them, and what your first message to them said.
- How many hires did you personally source AND close in the last 12 months? Break it into hourly/frontline, manager, and director-level-or-above. Give your average time-to-fill for each. Be clear about which came from a posting versus which you went out and found.
- What AI tools do you use in recruiting, and what specifically do you use them for on a normal day? Be concrete about the tool and the task.
- Describe your most recent role in your own words: company size, industry, who you reported to, what you personally owned end-to-end, and the specific ATS, HRIS, and sourcing tools you used daily.
- This role pays a $90,000 - $95,000 base, depending on experience, plus $7,500 in first-year bonuses. Are your compensation expectations aligned with that?
Work Location: Remote
